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Working a full-desk recruiting job is not easy. You have to not only recruit the best talent, you also have to find and establish relationships with employers so they’ll let you fill their open positions. This can be a bit overwhelming. Not only do you have to “sell” employers on the idea of letting you recruit for them, but you also have to “sell” candidates on the idea of letting you represent them. The key to success is having a plan. The problem is, most full-desk recruiters aren’t given a plan to work with! It’s up to them to figure out how to find clients and candidates.

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Bias in recruiting is pretty common place. Especially, with our hiring managers. We already know (and, hopefully have coached our company!), on how bias based on age, gender, sexual orientation, and race are illegal. Still, we continue to deal with managers that discriminate against candidates based on other criteria such as where they worked, what degree they majored in college, whether they even have a college degree, how much job jumping they’ve done, whether they have industry experience, and so on. As recruiters, it’s our job to coach these hiring managers on their bias and to get them to overcome it so we can keep the company open to a more diverse group of candidates. As a result, most recruiters think they are well-trained and unbiased in their own efforts. Alas, they would be wrong! The simple fact is, humans are bias. We are hardwired to make assumptions about people so we can speed up the processing of our judgement. It’s a natural instinct. Why? We are bombarded everyday with so much information that our brains must use shortcuts to help us make decisions. However, these shortcuts are the very things that create and reinforce our biases - and we don’t even know we are doing it! In this video, Ed and J.T. explain why all of us have recruiting bias and what we can do to make ourselves more aware of it. In particular, J.T. shares some free videos Facebook has made available to the public on the subject of bias. In fact, they provided training on managing bias to their entire company. If Facebook, one of the most respected and desired employers in the country is focused on this, then you know hiring bias is worthy of addressing at your company too. It’s time to put your pride aside and to explore where your hiring bias lies. You’ll be amazed at what you’ll learn and how it can take your recruiting skills to the next level!

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Last week was the second week of our 'Top Recruiter' contest. It rewards the featured recruiters on CAREEREALISM who got the most number of unique visits by job seekers to their profile in the last seven days. [Here's an article that explains why we decided to start helping recruiters by promoting them to our 1,000,000+ job seekers.] What do they win? They each get to pick a job posting they're trying to fill and I will personally promote it in my LinkedIn feed to my 1,000,000+ followers. CONGRATULATIONS to the following 'Top Recruiters' on CAREEREALISM! NOTE: Be sure to click on their names to learn more about each one - they could help you get your next great job! P.S. - Are you a recruiter who wants to compete in our 'Top Recruiter' contest? Get your *free* directory profile and you join in! CLICK HERE NOW to get started >> Danielle Buttler - PSR Associates         Christopher Clancy - StratAcuity.com         Manderson Zerby - TeamPeople         Susan Wittan- TeamPeople         Jose Miguel Longo - Syracuse University         Kimberly Townsend - TeamPeople         Meagan Lynch - Oak Grove Technologies         Patchanee Fajardo - Elite Staffing Group         John Maglione - Asynchrony Labs         Elyse Daugharty - The Broadmoor